Many professionals believe that if Shandong headhunters find him, he will get a higher reward. This is a mistake. Some professionals believe that the positions recommended by headhunters must be paid more, otherwise they will not consider the opportunity of headhunting recommendation. But if you turn down a headhunter's recommendation because your salary is not high, does that mean you will be paid more when you find a job? It's a wrong idea

　　一是求职者更关心猎头手中的职业机会，一旦机会消失，双方的联系就会中断。当一位与这类猎头公司有联系的求职者被问及是谁了他的工作时，他不记得是谁了他。

　　First, job seekers are more concerned about the career opportunities of headhunters. Once the opportunities disappear, the contact between the two sides will be interrupted. When a job seeker associated with such a headhunting company is asked who recommended his job, he does not remember who recommended him.

　　另一方面，候选人和猎头之间有一种信任关系。因为有了猎头的信任，在跳槽的时候就可以找到猎头，并在猎头的帮助下进行委托。这种猎头一般属于咨询型猎头。这种类型的猎头会在候选人换工作后的几年里记住他的名字，并且可以随时参考他换工作的猎头。

　　On the other hand, there is a trust relationship between candidates and headhunters. Because of the trust of headhunters, headhunters can be found and entrusted with the help of headhunters. This kind of headhunter is generally a consulting headhunter. This type of headhunter will remember his name in the years after the candidate changes his job, and can refer to the headhunter who recommends him to change his job at any time.

　　当然，猎头更愿意选择后者。

　　Of course, headhunters prefer the latter.

　　对于一个候选人来说，从候选人自身发展的角度思考和刺痛是很重要的。这样才能建立信任。

　　For a candidate, it is very important to think and sting from the perspective of the development of the candidate. This will build trust.

　　那么你如何与应聘者沟通呢?从完善自身的基础和内涵入手。当一个求职者跳槽时，重要的考虑因素必须是薪水。那么，你如何知道并管理求职者的薪资预期呢?

　　So how do you communicate with the candidates? First of all, improve their own basis and connotation. When a job seeker changes jobs, the most important consideration must be salary. So how do you know and manage the salary expectations of job seekers?

　　作为一名猎头，管理候选人的薪资预期尤为重要。在薪酬预期方面，有必要找到一种方法，使候选人的薪酬预期回归理性，以猎头的技能赢得候选人的信任。

　　As a headhunter, it is particularly important to manage the salary expectations of candidates. In the aspect of salary expectation, it is necessary to find a way to make the salary expectation of candidates return to rationality and win the trust of candidates with the professional skills of headhunters.

　　当求职者对加薪的期望超过30%时，作为猎头，你需要仔细思考和判断。如果你的候选人确实有这种能力，那就太好了。在许多求职者看来，跳槽是为了加薪，而不是削减当前的薪水。如果猎头公司不能提高和提高候选人的工资，他必须把他的工资期望恢复到一个合理的水平。只有这样，猎头才能在薪酬谈判过程中占据主动。

　　As a headhunter, you need to think and judge carefully when job seekers expect a raise of more than 30%. If the candidate you recommend does have that ability, that's great. In the eyes of many job seekers, job hopping is for a raise, not a cut in current pay. If the headhunter cannot raise and raise the candidate's salary, he must restore his salary expectation to a reasonable level. Only in this way can the headhunter take the initiative in the salary negotiation process.

　　以上就是山东猎头公司对候选人理性定薪的方式详细介绍，想要了解更多请点击官网http://www.shandonglietou.com

　　The above is a detailed introduction of Shandong headhunting company's rational salary determination method for candidates. To learn more, please click http://www.shandonglietou.com